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ARMAMENTS CORPORATION OF SOUTH AFRICA (ARMSCOR)
 


​EXTERNAL ADVERTISEMENT
 
LEARNING AND DEVELOPMENT SPECIALIST
Reference Number: 9993517
Job Grade: D4
Location: HR, Armscor Head Office
 
ABOUT THE JOB:
The role is responsible for strategically shaping, designing, and governing integrated learning, leadership, skills, and competency development frameworks that enable organisational strategy execution, build sustainable enterprise capability, and strengthen leadership and talent pipelines. The role provides strategic advisory input to Senior and Executive leadership, translating business priorities, workforce plans, and future skills requirements into high-impact development initiatives, while ensuring sound governance, measurable value, and compliance with statutory skills development requirements.
 
QUALIFICATION 
  • Grade 12.
  • Bachelor’s Degree in Human Resources, Training and Development, Industrial Psychology, Education or related field.
  • Postgraduate qualification in HRD or Learning and Development or related discipline will be an advantage.
 
TECHNICAL /LEGAL CERTIFICATION / PROFESSIONAL REGISTRATION
  • Registration at professional body is recommended.
 
EXPERIENCE
  • A minimum of 10 years’ progressive experience in Learning and Development, Skills Development, Talent Management, and Leadership Development.
  • At least 3 years’ proven experience operating at a strategic level within Learning and Organisational Development.
  • Proven ability to translate business strategy, transformation initiatives, and future skills requirements into integrated development frameworks and multi-year roadmaps.
  • Proven experience in designing and developing learning material and facilitation of training
  • Experience operating at a Strategic advisory level to Senior and Executive leadership, influencing decisions through evidence-based insights and recommendations.
  • Strong systems-thinking capability, with experience integrating learning and development into broader organisational development, succession planning, and talent management strategies.
  • Track record of leading complex, organisation-wide development initiatives with measurable impact on performance, capability maturity, and workforce sustainability.
 
CRITICAL PERFORMANCE AREAS
 
Strategic Learning and Workforce Development Leadership
  • Lead the design and execution of enterprise-wide learning and organisational development strategies aligned to organisational strategy, workforce planning, and future capability requirements.
  • Design, implement, and govern Recognition of Prior Learning (RPL) frameworks aligned to organisational and regulatory requirements.
  • Manage end-to-end training delivery, measurement, evaluation, and follow-up to ensure learning interventions achieve intended outcomes.
  • Promote continuous learning, skills transfer, and development accountability across the organisation.
  • Provide regular feedback to stakeholders on learning progress, risks, and outcomes to enable informed decision-making.
 
Leadership Pipeline and Talent Sustainability Strategy
  • Develop leadership development policies, strategies and frameworks.
  • Manage and facilitate leadership development programmes across management, senior management, and executive levels.
  • Support the succession planning process through the provision of relevant learning and development interventions.
  • Design and facilitate individualised development programmes for identified talent and successors.
  • Manage and facilitate mentorship and coaching programmes to ensure effective skills transfer and leadership readiness.
 
Enterprise Capability and Skills Strategy
  • Partner with HR Business Partners, subject matter experts, and line management to identify learning needs and performance gaps.
  • Conduct skills audits to determine current and future skills requirements across the organisation.
  • Utilise assessment tools to identify training and development gaps.
  • Provide feedback to employees on skills audit outcomes and support the development of individual development plans.
  • Stay informed of relevant skills, qualifications, and competency requirements required for effective job performance.
  • Circulate learning requirements and relevant development information to the organisation as appropriate.
 
Learning Solutions and Content Governance
  • Analyse training and development requests to determine appropriate learning interventions aligned to organisational needs and strategy.
  • Identify, evaluate, and support the appointment of accredited external training providers in line with governance requirements.
  • Research, design, develop, and continuously improve learning curricula and course content in line with adult learning principles and best practice.
  • Collaborate with subject matter experts to co-design, validate, and refine learning content, ensuring technical accuracy and relevance.
  • Recommend and facilitate learning programmes, curricula, and materials for approval, and maintain approved learning content to ensure ongoing relevance, quality, and effectiveness.
 
Graduate and Early Talent Development Strategy
  • Develop and oversee graduate development and employee bursary strategies and frameworks aligned to succession and workforce sustainability objectives.
  • Establish monitoring, evaluation, and reporting metrics to ensure programme effectiveness and data integrity.
 
Learning Delivery and Evaluation
  • Conduct pre-assessments to determine current skill levels and ensure appropriate learning interventions.
  • Deliver learning sessions at an exceptional standard using approved delivery methodologies, including classroom, blended learning, coaching, group practice, and pilot workshops.
  • Conduct post-training assessments to evaluate learning effectiveness and identify follow-up development needs.
  • Provide feedback to employees on learning outcomes and development progress.
  • Determine return on investment (ROI) and training impact, providing insights and recommendations to management.
  • Support the succession planning process through the provision of relevant learning and development interventions.
  • Design and facilitate individualised development programmes for identified talent and successors.
  • Manage and facilitate mentorship and coaching programmes to ensure effective skills transfer and leadership readiness.
 
Governance, Performance Reporting, and Continuous Improvement
  • Monitor learning implementation milestones, risks, and dependencies across programmes.
  • Submit monthly consolidated reports to Learning and Talent Development management on training delivery, curriculum development, milestones achieved, and potential conflicts.
  • Track learning metrics, participation, completion, and effectiveness trends.
  • Use data and feedback to continuously refine learning interventions and improve impact.
 
KNOWLEDGE & FUNCTIONAL SKILLS: 
  • In-depth knowledge of Learning and Development frameworks, methodologies, and best practices, including adult learning principles and blended learning approaches.
  • Strong understanding of leadership development, skills development, and competency-based learning frameworks.
  • Knowledge of training needs analysis, skills audits, and learning diagnostics tools used to identify capability gaps.
  • Expertise in curriculum design, learning programme development, and learning material development aligned to organisational needs.
  • Working knowledge of SETA requirements, skills development legislation, and regulatory compliance, including WSP and ATR processes.
  • Knowledge of succession planning and talent development practices, and the role of learning in building sustainable talent pipelines.
  • Ability to source, evaluate, and manage external training providers, including quality assurance and governance compliance.
  • Knowledge of learning evaluation methodologies, including assessment design, training impact measurement, and return on investment (ROI).
  • Strong analytical skills to interpret learning data, skills gaps, and training outcomes to inform decision-making.
  • Proficiency in learning administration systems, assessment tools, and Microsoft Office applications, with the ability to prepare professional learning reports and presentations.
  • Demonstrated capability in leading and delivering Learning and Organisational Development presentations and strategic engagements at Executive and Board level.




​To apply, send your Curriculum Vitae to Vacancies@armscor.co.za
 
NB: All applicants must indicate reference number of the position they are applying for in the subject heading.
 
Short-listed candidates will be subjected to reference checking, verification of personal data and security clearance as part of the selection process.  In line with Armscor’s commitment to compliance with the Employment Equity Act, preference will be given to suitable candidates from designated groups.  
People with disabilities are encouraged to apply.
 
The closing date for applications is 16 February 2026.  Late applications will not be considered.
 
Enquiries: Ms Dineo Bopape (012 428 2412)